Use case

20 Ways DISC can improve diversity 

 While DISC cannot solve diversity and inclusion, it excels at supporting diversity and inclusion programs by focusing on the underlying patterns of human behavior to strengthen relationships. 

Empty space, drag to resize
Write your awesome label here.
  1. Inclusive hiring: Using DISC to inform the recruitment process and ensuring job descriptions and hiring materials are inclusive of all types of personalities.
  2. Diverse teams: Utilizing DISC to create teams with diverse personalities to promote different perspectives and ideas.
  3. Cross-functional training: Incorporating DISC into cross-functional training to promote diversity and inclusion across departments.
  4. Inclusive leadership: Training leaders in DISC to better understand and manage a diverse team and promote inclusion in decision-making processes.
  5. Diversity metrics: Incorporating DISC data into diversity metrics to track progress and hold the organization accountable for promoting diversity.
  6. Inclusive communication: Using DISC to inform communication practices and promote effective communication between team members with different personalities.
  7. Conflict resolution: Training team members in DISC to better understand each other's personalities and resolve conflicts in a more inclusive way.
  8. Accommodations: Using DISC to inform workplace accommodations for employees with different personalities and communication styles.
  9. Employee resource groups: Incorporating DISC into employee resource groups to promote diversity and inclusion within the organization.
  10. Performance evaluations: Using DISC to inform performance evaluations and promote fairness and objectivity in the evaluation process.
  11. Career development: Incorporating DISC into career development programs to promote diversity and inclusion in leadership and management positions.
  12. Inclusive benefits: Using DISC to inform benefits packages to ensure they meet the needs of employees with different personalities and communication styles.
  13. Inclusive onboarding: Incorporating DISC into onboarding programs to promote a welcoming and inclusive environment for new employees with different personalities.
  14. Diversity training: Using DISC in diversity training to promote understanding and respect for different personality types and communication styles.
  15. Inclusive events: Using DISC to inform planning of company events to ensure they are inclusive of all personality types.
  16. Mentorship programs: Incorporating DISC into mentorship programs to promote diversity and inclusion in leadership and management positions.
  17. Inclusive policies: Using DISC to inform workplace policies to ensure they are inclusive of all personality types and communication styles.
  18. Job design: Using DISC to inform job design to ensure they accommodate employees with different personalities and communication styles.
  19. Inclusive feedback: Using DISC to inform feedback practices to promote fairness and objectivity in feedback and evaluation processes.
  20. Inclusive decision-making: Incorporating DISC into decision-making processes to promote a more diverse and inclusive approach to decision-making.